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Staff handbook - non-contractual policies and procedures (42)

Adoption leave and pay policy
Taking time off for adoption leave is still a relatively rare occurrence but it's worth having a policy to let employees know their entitlements. In most cases, this will be by reference to the statutory rights.Adoption leaveOur Adoption Leave and Pay Policy statement reflects the statutory provisions.... Read more
DOWNLOAD June 2019
Type: Policy
Appraisal policy
Our appraisal policy will assist you in setting out your approach to appraising your staff on an annual basis. This should be a formal evaluation when a review of an employee's past performance takes place and an action plan is agreed for the future. You can decide when you want the process to take place... Read more
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Type: Policy
Bonus payment clause
Only include a bonus payment clause in your contract of employment if you actually intend to pay a bonus to the particular employee. It's also always safer to make bonus payments discretionary rather than contractual entitlements, although be aware that your discretion is not absolute.Only if necessaryIf... Read more
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Type: Clause
Canteen facilities policy
If you provide your employees with a staff canteen or restaurant, it's useful to include a brief provision in your staff handbook advising them of this discretionary benefit and of the facility's opening hours.Lunch on the jobMany employees see the provision of a staff canteen as a major perk. Not... Read more
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Type: Policy
Capability procedure
Dealing with an employee's poor performance can be particularly difficult where you know they are simply incapable of fulfilling the tasks and duties expected of them in their role, so they aren't really to blame. Our capability procedure ensures you deal with the problem both fairly and sympathetically.What... Read more
DOWNLOAD September 2019
Type: Procedure
Career breaks policy
Career breaks are often a useful way of ensuring that long-serving employees don't permanently leave your employment. If you do wish to include a provision for career breaks, always ensure they are discretionary and not contractual entitlements. Time outWhen granting an employee a career break, you need... Read more
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Type: Policy
Cars and car allowances policy
If you provide your employees with a car you can use a policy to set the terms and conditions of its use. If only a couple of employees have company cars, you might find it easier to include the provision in their contracts of employment rather than a policy in a staff handbook. A company carWhen providing... Read more
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Type: Policy
Cash handling policy
Good cash-handling policies and procedures are critical to any business that works with cash on a day-to-day basis. They can help prevent fraud in the workplace, as well as ensuring you have proper security and auditing arrangements in place. Use our policy as your starting point. Policy provisionsEvery... Read more
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Type: Policy
CCTV policy
If you have CCTV cameras installed at work, or are thinking of installing them, you should have a CCTV policy in place and you should also read the Information Commissioner's Office Code of Practice for Surveillance Cameras and Personal Information. Our CCTV policy will help you get over the first hurdle.Data... Read more
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Type: Policy
Clear desk policy
A clear desk policy aims to reduce the amount of clutter that is allowed to build up on employees' desks. As well as the fact that a tidy working environment looks good to clients, it also prevents confidential information from falling into the wrong hands. Use our policy to set out your clear desk requirements.PurposeA... Read more
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Type: Policy
Collections, sponsorship and selling of goods policy
Use our policy to ensure consistency of approach across your organisation when it comes to employee-organised collections to mark events such as birthdays, weddings and retirements. It also covers charitable sponsorship from fellow employees, charitable fancy dress days, lottery syndicates and a prohibition... Read more
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Type: Policy
Dignity at work policy
You're not legally obliged to put in place a dignity at work policy. However, harassment on the grounds of age, disability, gender reassignment, race, religion or belief, sex and sexual orientation are all unlawful and implementing a dignity at work policy statement will help demonstrate that you took... Read more
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Type: Policy
Disciplinary procedure
Dealing with conduct and other disciplinary matters is one of the most difficult challenges for any employer. Make a wrong move and an employee can exact a high price. And even if you've a good reason to take action, tribunals demand that you follow the right procedure to the letter. Our disciplinary... Read more
DOWNLOAD September 2019
Type: Procedure
Domestic abuse policy
Our domestic abuse policy is aimed at protecting both your employees and the business from the detrimental impact of domestic abuse. You owe a duty to your employees to protect their health, safety and welfare at work as far as reasonably practicable and this includes risks presented by third parties... Read more
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Type: Policy
Domestic emergencies policy
Occasionally, employees may suffer from genuine, unforeseen domestic emergencies, such as burst pipes, heating systems breaking down, house fires, lightning strikes and burglaries. There's no statutory right to time off work in these circumstances but our domestic emergencies policy provides for you... Read more
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Type: Policy
Enhanced redundancy payments policy
If you want to provide for enhanced redundancy pay (ERP), it's useful to have a policy setting out how the payment will be calculated.  It's better to ensure that you base it on the statutory redundancy payments (SRP) scheme and express it to be entirely discretionary and non-contractual. No contractual... Read more
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Type: Policy
Equal opportunities policy
There's no specific legal requirement for you to have an equal opportunities policy. However, discrimination because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation are all unlawful and implementing... Read more
DOWNLOAD July 2019
Type: Policy
Fire safety policy
A fire safety policy is a document that outlines how you intend to manage the risks associated with fire. It shouldn't be a complicated document and should be available for all staff and visitors to see.A statement of intentOur Fire Safety Policy is split into two parts; the first of which is a general... Read more
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Type: Policy
Grievance procedure
Your grievance procedure should play a crucial role in how you deal with staff complaints. Use our procedure to set out the steps that an employee with a grievance relating to their employment should take, but be aware that they can still issue employment tribunal proceedings against you even where they... Read more
DOWNLOAD September 2019
Type: Procedure
Health and safety policy
Our health and safety policy statement is an essential document to outline your general policy regarding the health and safety at work of your employees. As it's a statutory requirement for most employers to have a health and safety policy statement, ensure you include it in your staff handbook.Protecting... Read more
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Type: Policy
Homeworking policy
With an increasing trend towards homeworking arrangements, if you grant this benefit to any of your staff, whether on a part-time or full-time basis, you need to ensure you set out in the staff handbook how the scheme will operate in practice. Otherwise, you could end up finding you have created a... Read more
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Type: Policy
Loans policy
If you're willing to provide occasional loans to employees on a discretionary basis, consider including our loans policy in your staff handbook. It sets out the procedure for applying, how the loan will be paid to the employee (if granted) and how repayments are to be made, as well as what happens on... Read more
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Type: Policy
Lone working policy
If you have employees who are required to work alone, even if this is only occasionally, you should put in place a lone working policy. Our policy sets out guidance for employees and line managers on the precautionary measures they should take when an employee is working alone.Statutory provisionsEmployees... Read more
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Type: Policy
Long service awards policy
Our long service awards policy enables you to reward your staff for their loyalty and experience. Extra annual leave is always a popular reward amongst employees. However, you will need to show that your business needs justify any service criterion that's over five years.Age discriminationAny pay and... Read more
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Type: Policy
Maternity policy
Our policy statement sets out the statutory rules relating to maternity leave and pay. It ensures employees fully understand their rights and entitlements, as well as their obligations in relation to notifying you of their pregnancy, their expected date of childbirth and when they want their maternity... Read more
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Type: Policy
Mediation policy
If you have a dispute with an employee, one option is for it to be resolved through mediation. Our mediation policy advises employees of the existence of mediation as a method of resolving workplace disputes.Mediation definedMediation is an informal and confidential process in which an impartial third... Read more
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Type: Policy
Paternity leave policy
Paternity leave essentially enables eligible employees (usually fathers) to take up to two weeks off work following the birth or adoption of their child. Our policy statement sets out the employee's statutory rights to paternity leave.Paternity provisionsThe right to paternity leave is available to the... Read more
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Type: Policy
Promotion policy
If you promote an employee, you need to make clear the terms and conditions of that promotion, for example, whether it will be subject to a probationary period. You also need to consider what will happen if it doesn't work out.Fast track to the topPromotion is an important part of career development.... Read more
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Type: Policy
Provision of accommodation policy
It's only in certain industries that employees will be provided with living accommodation as part of their employment package. This is usually where you need the employee to live on, or very close to, their work premises for the better performance of their job duties. Always ensure that you only create... Read more
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Type: Policy
Recruitment policy
It's important that managers have guidelines when it comes to recruitment, so that they know the relevant procedure to be followed. Our recruitment policy also serves as a useful reminder to managers of their equal opportunities obligations during the recruitment process.Recruitment procedureOur Recruitment... Read more
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Type: Policy
Redundancy policy
Whilst redundancy is a potentially fair reason for dismissal, you are still obliged to follow a fair procedure when implementing a redundancy programme. Our policy statement helps get you started with this.A fair redundancyRedundancy is a potentially fair reason for dismissal, but you must still act... Read more
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Type: Policy
Religious observance policy
Our policy explains how you will support employees who observe certain religious practices. Refusing to accommodate a request for time off for religious observance might amount to indirect religious discrimination, unless you can justify your decision. Equality Act 2010The Equality Act 2010 protects... Read more
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Type: Policy
Relocation policy
If you require a new recruit to move near to their place of work and you are willing to contribute towards the cost of the move, then our relocation policy is just what you are looking for.Relocation, relocation, relocationIf you are willing to offer relocation assistance to new recruits, then you will... Read more
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Type: Policy
Resignation policy
When an employee resigns, in most cases you'll want to know the reason why so it's useful to conduct an exit interview or ask the employee to complete an exit questionnaire. In addition, it's important for the employee to know the arrangements for their departure, including how their resignation will... Read more
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Type: Policy
Retirement policy
Our retirement policy provides that you do not operate a compulsory retirement age and instead you operate a flexible retirement policy that permits employees to voluntarily choose to retire at any time. This follows on from the abolition of the default retirement age.Abolition of the DRAWhere you wished... Read more
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Type: Policy
Season ticket loans policy
Travelling to work by public transport is costly and therefore many employers provide season ticket loans. This enables the employee to buy an annual travel ticket paid for by their employer but with the cost then deducted from their wages in equal, usually monthly, instalments.A repayable loanOur Season... Read more
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Type: Policy
Shared parental leave and pay policy
Our policy statement sets out the statutory rules relating to shared parental leave and pay. It ensures employees fully understand their rights, as well as their obligations, in relation to ending their maternity or adoption leave early, notifying you of their entitlement and intention to take shared... Read more
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Type: Policy
Social media policy
Use our social media policy to set out your rules on employees accessing social media websites during work time. Whilst you can't prohibit employees accessing such sites in their own time using their own equipment, such as on their tablets and smartphones, you can try to ensure they don't adversely damage... Read more
DOWNLOAD October 2019
Type: Policy
Stress at work policy
Use our statement to set out your policy on stress at work and the procedure that will be followed to alleviate the cause or causes of work-related stress. It also provides for you to offer a professional stress counselling service. This will help in your defence of any personal injury claim should an... Read more
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Type: Policy
Time off for dependants policy
Employees have a statutory right to unpaid time off work to deal with certain unexpected or sudden events or situations involving a dependant. Our time off for dependants policy statement sets out the employee's statutory rights in this respect and it makes clear the procedure the employee must follow... Read more
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Type: Policy
Training and development policy
Training and developmentA training and development policy is a set of guidelines reflecting your commitment to developing your staff. It enables you to audit your training activities to ensure you are getting value for money/time invested.A worthwhile investmentOur Training and Development policy enables... Read more
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Type: Policy
Whistleblowing policy
A whistleblowing policy statement will provide your employees with a route for them to raise qualifying disclosures under the Public Interest Disclosure Act 1998. Without it, you might find that the employee runs straight to the relevant authorities to report their concerns, giving you no opportunity... Read more
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Type: Policy